My thoughts on the use of a Salvation Army Advisory Board. Prior to the start of the course on “Advisory Board Development,” I took for granted the importance of an advisory board’s assistance to the corps, in completing the mission of The Salvation Army. I had prior exposure to a couple of advisory boards, however, my exposure was limited to a few meetings I was able to attend. The discussions usually centered on normal Salvation Army agendas, related to the corps. Therefore, I was unable to gather enough information to conclude and recognize the importance of an advisory board.
In this course I have realized that an advisory board is important and essential to the corps. An advisory board has a broad representation of people that help the
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“What makes a Good Advisory Board a Great Advisory Board?” My response to this question can be seen in Jim Collins book, “Good to Great…,” where he states, “Greatness is not a function of circumstance. Greatness, it turns out, is largely a matter of conscious choice, and discipline” (Collins 126). A good advisory board is one that only accomplishing the minimal requirements set for advisory board members. A great advisory board is one that seeks to exceed expectations. However, this only happens as an advisory board makes the conscience choice of exceeding the minimal expectation. In connection to the conscious choice is discipline, an advisory board must train and develop in all areas of …show more content…
First, there is the responsibility of defining and clarifying for prospective, new, and exciting members the role of a Salvation Army Advisory Board. Defining and clarifying the role of an advisory board is important because without it, one cannot determine their responsibility and the decisions they can and cannot make. By doing this one empowers the advisory board to be creative and free to work within the parameters provided, in order, to extend its influence further for the benefit of The Salvation Army.
The second item that makes a great advisory board is closely related to the first item mentioned and that is to define the expectations of individual advisory board members:
1. The expectation is to help comprise a strong board by attending monthly meetings, volunteering on special projects, serving on a committee, and making a financial contribution
2. The expectation to use their circle of influence in their family, business, church, and personal interests to help enhance the Army 's mission
3. The expectation to help those in the community who are less fortunate and who are in need of the Army 's
Murray, and Deborah are among some 50,000 veterans who are homeless, or 1.4 million who are considered at risk of homelessness on any given day, due to poverty, lack of support networks, and marginal living conditions in substandard housing, according to the U.S. Department of Housing and Urban Development. They, and all those who put on the uniforms of our nation 's armed services, sacrifice so much to defend the freedoms that we all enjoy and take for granted. Far too many, however, come home unable to defend themselves from the ravages of combat.” (Cole, 2015, Para. 23). Cole also goes on to continue stating “Providing shelter to our female and male veterans is not enough; it is simply one step. The transition from soldier to civilian is often the most difficult part of a veteran 's life. Yet the hardships of going from combat to job application, mortgage payments and working a typical 9-to-5 job, far too often are after-thoughts on the post-military agenda. It is no wonder that long after their active tours, many veterans continue to fight to reclaim their health and well-being.(Cole, 2015, Para.
We can identify three major cultural dimensions that help us to understand what leaders must focus on as they guide the transition of the Army. First, professional Identity, which is guided by Soldiers at all levels who are striving for excellence in their functional specialty, i.e., HR Sergeants. Soldiers who have goals and ideals of the Army to ethically put service and duty first. HR Sergeants are trained and well educated in their field. They are taught to put Soldiers first and have great customer support skills. Second, community, the sense in which Soldiers stop thinking about “I” and start thinking “we”. The bond among units who not only believe in cohesion with Soldiers, but their families too. The HR Sergeants are there to take care of Soldiers when financial issues arise with them or their families and don’t back down until the situation is solved. Last, hierarchy, which leads to order and control and provides Soldiers with moral reference and a sense of direction. The HR Sergeant has the mentality of mission first, knowing who to contact at the next level for assistance helps get the mission
In my SAE Fairy Tails Adoption Service I had an abundance of roles and responsibilities I had to manage. One of my major roles was being a leader amongst the other volunteers, making sure they are doing their work and handling the animal correctly. As well, I would help them with any
Advisory Council: The Recreation Department is currently recruiting potential members to join center based advisory councils throughout the city. An advisory council plays an important role in program development, building & grounds renovations, and advocating other city resources
...e by, because even though I may be in charge of a group of people or project, I am doing it out of servitude to the people. How can I contribute to the providing of service and advocacy to our communities? I can use my passion for helping to uplifting our communities and combine it with the dedication of any resource I have available to me to implement programs of service and advocacy in those communities.
The core values are Loyalty, Duty, Respect, Selfless service, Honor, Integrity, and Personal Courage. The Army’s definition respect is, “Treat people as they should be treated. In the Soldier’s Code, we pledge to “treat others with dignity and respect while expecting others to do the same.” Respect is what allows us to appreciate the best in other people. Respect is trusting that all people have done their jobs and fulfilled their duty. And self-respect is a vital ingredient with the Army value of respect, which results from knowing you have put forth your best effort. The Army is one team and each of us has something to
In June 2013 Army Doctrine Reference Publication 1 (ADRP1) “The Army Profession” was released and the website http://cape.army.mil was created. In (ADRP1), it states there are five essential characteristics of the Army Profession, trust, military expertise, honorable service, Esprit de Corps, and stewardship (ADRP1, 2013). Those characteristics is what I think separates a Soldier from a civilian. No one should think that their job or occupation is harder or more important than someone else’s. It takes all kinds of professions to make this country work but the Army could not be as successful as it is today without our professionals teaching, coaching, mentoring and preserving these five characteristics.
The primary roles that were incorporated into group were defined by the leaders of group. Those leaders included the social workers and group psychologists, as well as students when appropriate. The leaders focused on task and maintenance roles, such as; coordinator, elaborator, evaluator, information seeker, initiator/contributor, opinion giver, procedural technician, encourager, gatekeeper, harmonizer, and standard setter. The individual roles was primarily the dominator. Due to the dominator portion of group, it changed the atmosphere and will be discussed later.
LM01, Ethical Leadership. (2012). Maxwell Gunter AFB. Thomas N. Barnes Center for Enlisted Education (AETC)
One, Marcel presented fifteen years of experience as a manager of a local utility company. This particular factor made her accountable towards all the business knowledge, organizational skills, and years of experience in the for-profit sector; traits that are highly valuable and transferable for a management position in the third sector. Second, the board members realized her involvement with nonprofit organizations; Marcel volunteered with various agencies and served as a board member
As stated by Brody (2005), “a well-managed human service organization requires a governing body that actively works with the executive director and management team to provide organizational stewardship” (p. 402). In many community service organizations, it is a board of directors or trustees that is responsible for defini...
...in facilitators, for administrators who provide access to enriched staffing resources, and for allies involved in connecting an individual with his or her broader community.
(Isaac, Newton). Analogous to the duty of Americans to protect and serve for interest of country. Two years of compulsory service can provide useful skills to young adults for a life time and the reason to enact conscription. To most young adults the first question is,” how is this going to benefit me?” “What do I get out of it?” First, military service can give a young adult direction in life. If a young man or women is not sure of where or what they want to do or be in life they can fulfill their commitment to two years of service while they decide what they want to pursue in life. Service can also provide opportunities to pursue new interest, new trade skills or finite and master skills. Compulsory service can also provide a young adult with life skills that can be beneficial throughout life. A two year commitment can insure communications skills which will be beneficial in the future and are essential skills to both personal and professional lives. Additionally, implementation of conscription builds leadership and the keys to success. Service can also provide young adults with healthy choice in life, whether it be physical fitness, mental stability, being an active member of society or having self-confidence. These are all attributes earned by serving and a reason that compulsory service is useful to young
To begin, ADRP 1 states the individual ethic begins by creating, and sustaining a professional identity as a member of the Army team, which in turn, enhances the moral fiber of the entire enterprise. Next, the Army Ethic White Paper reminds its Soldiers that as Army professionals they perform their duty according to a common ethic , eluding to the deontological precepts of this philosophy. Moreover, the white paper states, that as the Army prepares to operate in complex environments, it must anticipate the unique ethical challenges of the future, and remain committed to developing Army professionals of character, competence, and commitment. Next in importance, the joint nature of future conflict requires a common framework for ethical conduct, just as joint doctrine provides for operations and planning. Due to the exceptional importance of understanding this concept, the Army Ethic illustrates the following:
Teams are unified by collective goals and coordinated interdependent interaction. The primary focus of today’s nonprofit has shifted from predominately fundraising to include the financial and social management element, which is vital to growth, sustainability. Forsyth (2014) noted, “The wisdom of the many is greater than the genius of the one” (p. 399). Strict requirements for economic and social accountability now dispel the disorganized poorly managed perceptions of the past organizations. Today’s administrative trends necessitate a higher performance quality, diversity, and strategic planning that exemplify a more relevant and competitive campaign further guaranteeing social and financial stability (Worth, 2014).